1. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-1 Designing Organizational Structure: Authority and Control

2.  Explain why a hierarchy of authority emerges in an organization and the process of vertical differentiation  Discuss the issues involved in designing a hierarchy to coordinate and motivate organizational behavior most effectively Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-2

3.  Understand the way in which the design challenges discussed in Chapter 4—such as centralization and standardization—provide methods of control that substitute for the direct, personal control that managers provide and affect the design of the organizational hierarchy Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-3

4.  Appreciate the principles of bureaucratic structure and explain their implications for the design of effective organizational hierarchies  Explain why organizations are flattening their hierarchies and making more use of empowered teams of employees, both inside and across different functions Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-4

5.  The hierarchy begins to emerge when the organization experiences problems in coordinating and motivating employees effectively  Division of labor and specialization make it hard to determine how well an individual performs  Impossible to assess individual contributions to performance when employees cooperate Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-5

6.  To deal with coordination and motivation problems, the organization can:  Increase the number of managers it uses to monitor, evaluate, and reward employees  Increase the number of levels in its managerial hierarchy Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-6

7.  Size and height limitations  Tall organization: The hierarchy has many levels relative to the size of the organization  Flat organization: Has few levels in its hierarchy relative to its size Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-7

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9.  By the time an organization has 1,000 members, it has 4 levels in its hierarchy  At 3,000 members, it likely has 7 levels  Between 10,000 to 100,000, organizations have 9 or 10 levels  Increase in size of the managerial component is less than proportional to the increase in size of the organization as it grows Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-9

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13.  Problems with tall hierarchies:  Communication problems  Motivation problems  Bureaucratic costs Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-13

14.  Parkinson’s Law Problem  Argues that the number of managers and hierarchies are based on two principles  A manager wants to multiply subordinates, not rivals  Managers make work for one another Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-14

15.  Ideal number of hierarchical levels determined by:  Principle of minimum chain of command: An organization should choose the minimum number of hierarchical levels consistent with its goals and the environment in which it operates  Span of control: The number of subordinates a manager directly manages Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-15

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17.  There is a limit to how wide a manager’s span of control should be  If the span is too wide, the manager loses control over subordinates and cannot hold them accountable for their actions  Dependent on the complexity and interrelatedness of the subordinates’ tasks  Complex and dissimilar tasks – small span of control  Routine and similar tasks (e.g., mass production) – large span of control Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-17

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19.  Horizontal differentiation: An organization that is divided into subunits has many different hierarchies, not just one  Each function or division has its own hierarchy  Horizontal differentiation is the principal way an organization retains control over employees without increasing the number of hierarchical levels Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-19

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23.  Centralization  As the hierarchy becomes taller and the number of managers increases, communication and coordination problems grow  Solution to this is decentralization  The authority to make significant decisions is delegated to people throughout the hierarchy, not concentrated at the top Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-23

24.  Standardization  Managers can gain control over employees by standardizing their behavior to make their actions predictable  The use of standardization reduces the need:  For personal control by managers  To add levels in the hierarchy Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-24

25.  Bureaucracy: A form of organizational structure in which people can be held accountable for their actions because they are required to act in accordance with rules and standard operating procedures Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-25

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27.  It lays out the ground rules for designing an organizational hierarchy that efficiently controls interactions between organizational members  Each person’s role in the organization is clearly spelled out and they can be held accountable Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-27

28.  Written rules regarding the reward and punishment of employees reduce the costs of enforcement and evaluating employee performance Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-28

29.  Managers fail to properly control the development of the organizational hierarchy  Organizational members come to rely too much on rules and standard operating procedures (SOPs) to make decisions  Such overreliance makes them unresponsive to the needs of customers and other stakeholders Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-29

30.  Management by objectives (MBO): A system of evaluating subordinates on their ability to achieve specific organizational goals or performance standards and to meet operating budgets Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-30

31.  Step 1 - Specific goals and objectives are established at each level of the organization  Step 2 - Managers and their subordinates together determine the subordinates’ goals  Step 3 - Managers and their subordinates periodically review the subordinates’ progress toward meeting goals Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-31

32.  Decision making and coordination frequently take place outside the formally designed channels as people interact  Rules and norms sometimes emerge from the interaction of people and not from the formal rules blueprint Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-32

33.  Managers need to consider the informal structure when they make changes as it may disrupt informal norms that work  Informal organization can actually enhance organizational performance Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-33

34.  The use of information technology (IT) is making it easier to cost effectively design structures to control subordinates  IT provides people with the information they need at all levels  IT is encouraging decentralization and use of teams Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-34

35.  Empowerment: The process of giving employees the authority to make important decisions and to be responsible for their outcomes  Self-managed teams: Self-lead work groups consisting of people who are jointly responsible for ensuring that the team accomplishes its goals Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-35

36.  Cross-functional teams: Groups of employees from across an organization’s different functions who are empowered to direct and coordinate the value-creation activities  Contingent workers: Workers who are employed temporarily by an organization and who receive no indirect benefits such as health insurance or pensions Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-36

37. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 5-37